...The fight to alleviate pay gap between the male individuals and the female individuals started long after The US gained independence. Later in 1869, the treasury department received a letter that raised concerns over unequal payment. The letter also addressed that all genders should be paid equally for inputting equal efforts at work. Various strikes and unrests by the public workers were witnessed in 1883, raising grievances over unequal payment and demanding equal payments. They were, however, not successful. In 1911, New York teachers were granted equal pay, and in 1918, some jobs were designated for the female to allow the male to join the war. In 1963, an equal pay law was passed overcoming powers from the business people. Although there have been a lot of dialogues and bills passed, pay gap still exist to date not only in The US but across the globe (Blau& Khan, 2000). It has been very hard to eradicate the gender gap between men and women because of the nature of the work both genders perform. It is evident that pay gap between the male and the female is not by gender discrimination. It is based on the ability, skills and hours worked in the workplace. This, therefore, indicates that the pay gap between the two genders is...
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...Imagine working in an occupation where one’s gender is taken into account of their pay. Other factors, including job experience and work ethic are taken into consideration, but gender ultimately determines the final decision. This is how women were disregarded in the past. Even the most experienced women for certain occupations were overlooked when being contrasted to men. For years, women have found themselves at odds over lower pay rates compared to those of men. Although this wage gap has decreased tremendously through the years, there is still a difference of pay rate between men and women today. Regardless of the occupation in question, the wage gap exists and demands to be recognized. The occupational wage gap between men and women...
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...The issue on Gender wage gap in the U.S has become very common topic in today’s time. For year’s women have been offered lower paying salaries than man who have the same educational background and experience. In spite of the fact that, a full comprehension of all essential and adequate causes stays evident, various causes and contributing variables are recognizable, including the interest side issue of word related separation, the supply-side issue of word related isolation, and the social pervasiveness of conventional sexual orientation parts that place a significant part of the weight of family obligations on ladies. The article I decided to do my analysis on was found at https://www.washingtonpost.com/opinions/whats-the-real-gender-pay-gap/2016/04/24/314a90ee-08a1-11e6-bdcb-0133da18418d_story.html...
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...Existence of the Gender Wage Gap Does the gap between women’s wages and men’s wages actually exist? By using a ratio, the pay difference between men and women is measured in the gender wage gap. In the webpage “What is the Gender Pay Gap and is it Real?”, economists Elise Gould, Jessica Schieder, and Kathleen Geier state, “The gender wage gap is a measure of pay disparity between men and women.” (Gould et al.). To measure this gap, a ratio is calculated through the division of a year-round, full-time working woman’s pay by a year-round, full-time working man’s pay (Gould et al.). The ratio is presented in terms of a dollar or as a percentage (Gould et al.). The men and women used can vary; however, to find the overall ratio, median and “typical” male and female’s results are used. According to “What is the Gender Pay Gap and is it Real?”, results can be misrepresented due to the various wages average paid salary...
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...The gender wage gap is the difference between what a woman makes and what a man makes. It’s a form of discrimination against women. The gap is calculated by comparing the average wages of each gender annually. The wages used are only for full-time year-round positions. According to the 2016 data of Bureau of Labor Statistics, the difference is that the average man makes $1.00 for every $0.82 that a woman makes. This means that women make 82% of what a man makes. The numbers change when one considers a different ethnic group. Reports from the Institute for Women’s Policy Research state that Latina women earn 54.4% of what white men earn. African American women fare slightly better; they earn 62.5% of what a white man makes. The only race that is considerably better than every other race comparative to the average white man is Asian American women, who make 86.8% of what white men gain. Both women and men within their ethnicity have slimmer gender pay gaps due to the lack of intersectionality. One factor of why the gender wage gap exists, is horizontal segregation of the labor force. This means that women have jobs that are considered less valuable than what men typically take as a job. Women could have the same education...
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...What really is the gender wage gap? Is the gender wage gap something feminists should be protesting? Feminists have been around since the Seneca Falls Convention on July 19th, 1848. At Seneca Falls they fought for their right to vote, now they fight for equal pay. So, what is the simple explanation of the gender wage gap? The gender wage gap is easy to understand if you break it down into words; gender= female or male and in this case female vs. male, wage= a fixed regular payment and in this case the amount of money one gets, and finally gap= difference or a break or hole in something. If you put it all together it makes the difference between male and female salaries. So, why are feminists protesting something that they have no control over?...
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...Wages: Is There Really a Gender Pay Gap Abstract The wages used in the following research paper were taken from a population of 100 workers and divided by 12 descriptive statistics. The purpose of this research is to determine if there really is a gender gap with wages. The following descriptive statistics were used: wage, industry, occupation, education, location (from the south or not from the south), non-white, Hispanic, female, ex-military, marital status, age and Union. This research paper will include the problem statement, research question, hypothesis, definitions, presentation of data, conclusion, implication, recommendations and reference page. This research paper is composed from peer reviewed journals and references are available on the last page of this research paper. Wages – Is there really a Gender Pay Gap Introduction Is the United States work force still facing the issue of gender pay gap? According to The American Association of University Women (AAUW) it’s real, it’s persistent, and it’s undermining the economic security of American families. This research paper will define that there is indeed a pay gap between men and women working full time in the United States. (Linda D. Hallman, CAE AAUW Executive Director, 2012) Problem Statement The American Association of University Women (AAUW) has been on the front lines of the fight for pay equity since 1913. AAUW members were in the Oval Office when President...
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...market University of Minho, Braga, Portugal June 2012 SUMMARY This paper analyzes three types of discrimination (age, sexual orientation, gender and race) in the labor market in the different countries all over the world. The results show that the skin color discrimination is the most widespread type of discrimination followed by the sexual orientation discrimination. Unexpected result was about gender discrimination which is the least likely in the EU but the evidence indicates that sex discrimination remains a possible explanation of the unexplained gender pay gap between men and women. Key words: labor market, discrimination, women, skin color, sexual orientation. JEL: J71 Introduction It’s all about the money, isn’t it nowadays? We need to buy our food, pay our bills and educate our children. Money is the “necessity bad” today. But even in our modern, global, without barriers world, world in which they teach us that everything is possible, there is still big inequity. The chance for some people to achieve job and to feed their families is much lower than to the others. Even nowadays not only dream and ambitions are enough. When it comes for having a job and building career there is also comes the problem with discrimination in the labor market. This topic is one of the most difficult for researches and usually is hard to be proved that this still exists nowadays. In the following paper we will discuss discrimination in the labor market in different countries...
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...Abstract The purpose of this paper is to discuss if pay equity legislation has worked to eliminate the wage gap between males and females in the workforce. This paper will discuss current pay equity legislation. Federal legislation includes the Canadian Human Rights Act, the Equal Wages Guidelines, and the Canada Labour Code, Part III. Provincial legislation includes the Ontario Pay Equity Act. This paper will also cover a brief time line of the history of pay equity and who is actually covered by pay equity legislation. Lastly, this paper will discuss the gender wage gap and why it exists. Graphs from Statistics Canada will aid in demonstrating the current wage gap and the significant difference in pay for males and females. Has Pay Equity Legislation Worked? Men and women are different in many ways, physically, genetically and anatomically; however they are the same in that they are both human beings who have a right to fair and equal treatment. All throughout history women seem to have taken a back seat to their male counterparts, as women were not officially deemed persons until 1929 after a Supreme Court hearing, they had to struggle to get recognition in the workplace, and to this day are continually fighting for pay equity in the workplace. Pay equity is defined as “the principle that men and women should be compensated equally for work requiring comparable skills, responsibilities, and effort” (Pay Equity, n.d., para. 1). The goal of pay equity “is to stop discrimination...
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...Week Three Team “C” Business Equal Pay Paper RES/351 October 12, 2013 Instructor: Fredrick Ohanesian Business Equal Pay Paper Many years in the pass, it has always been known that the pay scales or opportunity for men and women have been unequal in favor of men. There have been many reasons for the indifferences but none of them have been proven to be true. It is only now that it has become an issue for business due to the government regulations have now made it an ethical issue that has to be addressed or a business can be fined or shutdown if found not to be within the government standards. So the research question then becomes why management or companies continue to try to justify the need not to be regulated when it continues to be a problem within many organizations. Based on the history of this nation it was determined back in the 60’s that there were evidence that pay and benefits differences for women in similar jobs was not equal. The Equal Pay Act of 1963 and reinforced later with the Lilly Ledbetter Act of 2009 which has given the government the tools to address the problems for businesses for now and the future. It stated that if male or female or in a similar job with the same set of skills required to perform it the pay and benefits must be the same. If there is evidence of sex based wage discrimination within the same company or organization the employee or government can open an investigation to see if any equal opportunity laws have been violated. Once...
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...Factors Contributing To Pay Gaps in Australia Name: Institutional Affiliation: Introduction Factors that contribute to the pay gap in Australia and why the difference is more significant in some industry sectors than others. The labor market is composed participants who are basically men and women. The rewards of the labor market are wages. The concept of wages is complex and has to be considered critically by employers. One of the greatest concerns in the labor market has been the disparities in the mean income between men and women. Differences between wages received by participants in the labor market is measured by the gender pay gap. The differences arises due to various aspects that differ from one organization to the next (Cohen 2007). In Australia for example, the wages pay gap is computed on the basis of full-time weekly earnings excluding overtime and salary sacrificed pay. Currently, the wage pay gap in Australia stands at 17.5%. The gap has been fluctuating with small margins but the figure has remained unchanged overtime. Differences in income levels of men and women are, for this reason, an important economic and industrial aspect worth consideration. In order to address the disparities in the pay gaps, it is important to examine the possible reasons as to the existence of remuneration differences between men and women. Why does the difference exist? Well, the answer to such a query is often critical and complex. However, the real explanation is the fact...
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...d.moore Composition II Professor Research Paper Proposal General Topic: Lack of Money Narrowed Topic: Wage Gap/Working Poor Rationale for Research: My main goal is to inform my audience about the wage gap that lies in the way of moving up the financial latter. The wage gap has been statistically proven to affect many races, genders, and wealth class, yet no one is aware of it. The wage gap has hindered the working poor, whom are looking to move forward. Many times people are aware of this situation, but have no idea whom to see to prevent the repetition of this act. Sources: Article: “The Gender Wage Gap: An Explanation of Men's Elevated Wage Entitlement” is an article on why men have avoided the wage gap or worked through it. Article: “The Working Poor” explains the increasing differentiation of incomes and how the scale of relative poverty has increased. Many people have become poorer relative to more successful groups and fundamentally new opportunities. Book: The Wage Gap, gives various perspectives on controversial issues related to the wage gap gathered in one book of essays. Book: Understanding the gender gap: an economic history of American women, is data from the US Census, city directories and other sources to examine the differences between men and women in the US labor force and to survey the economic history of American women Book: The working poor: invisible in America goes into the lives of the factory workers, the store clerks, those with student...
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...The article “Gender, Pay and Work Satisfaction at a UK University” by Maria Smith is an exhaustive quantitative study of a particular state employer. The paper analyzes the facts and figures on salary and examines results from a staff satisfaction survey held at a UK University (University A) and discusses the ‘paradox of the contended female worker’. This paradox states that although women earn less than men, their satisfaction with the payment seems to be higher than in the men’s case – despite of disadvantages such as job security and content, promotion opportunities and sexual harassment (Crosby, 1982). Also, the author explains that these gaps vary from institution to institution. The purpose of the article is to contribute to the small amount of the existing job satisfaction research for men and women working at higher education institutions. The study described in the paper focuses on the satisfaction levels of two groups of University A staff – the administrative and academic teaching staff. Despite all efforts in the past, gender pay gap has persisted to the present time and takes place even at higher education institutions in the UK, where a clear agenda on pay equality, as negotiated by various organizations and unions, should exist (Smith, 2008, p. 622). Still, studies show the existence of pay gaps between genders and conclude that women have less promotion opportunities and a lower chance to earn as much as their equally ranked male colleagues (Blackaby et al...
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...Final Paper Introduction In this paper we will be exploring and analyzing the disciplines of business communication and organizational leadership. In regards to these disciplines we will be looking at their history, three bachelor’s degree programs, 3 masters programs, hot topics in these fields and also be looking at peer reviewed articles in these fields. We will also use these disciplines to investigate the real-world challenge of the gender pay gap by using existing peer-reviewed literature of Business Communication and Organizational Leadership. “Some scholars see business communication as a hybrid discipline with broad theoretical traditions in rhetorical theory, communication theory and management theory making business communication the intersect of such (Shaw, 1993: Smeltzer, Glab & Golden, 1983); while other argue that to identify the field of business communication the conceptual problematic underlying its intellectual inquiry should be examined, rather than by its instructional practices or vocabulary (Murphy, 1988). It seems that research on this subject started in 1993 with Dulek, R.E. 1993). Models of development: Business school and business communication, there are also text book themes that have emerged from 1910 to 1974. Familiar items that have emerged are: human relations and consumer behavior” In order to get a business communication degree from ASU a person must take an array of different courses. Someone must take communications courses, managements...
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...54654165TermPaperWarehouse.com - Free Term Papers, Essays and Research Documents The Research Paper Factory * Join * Search * Browse * Saved Papers ------------------------------------------------- Top of Form Bottom of Form * Home Page » * Business and Management Customer Value Management at Tata Steel In: Business and Management Customer Value Management at Tata Steel PERSPECTIVES presents emerging issues and ideas that call for action or rethinking by managers, administrators, and policy makers in organizations Understanding the Process of Transitioning to Customer Value Management B Muthuraman, Anand Sen, Peeyush Gupta, DVR Seshadri, and James A Narus Executive Summary Customer Value Management (CVM) has emerged as an important vehicle for customer retention in business markets. Supplier firms under increasing pressure from relentless competitive forces are seeking to retain and grow the share of business from profitable existing customers as a means of finding a way out of downward spiralling price pressures. While a lot has been written in academics about the importance of CVM, several gaps remain on understanding how a large company actually undertakes this journey. Crafting competitive value chains and focusing on streams of competition are also emerging as important agenda for supplier firms since, increasingly, the end customer is no longer willing to pay for inefficiencies in the value chains. In this context, the challenge...
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